Probationary Review Form

Probationary Review Form Template for Saudi Arabia

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Key Requirements PROMPT example:

"I need a Probationary Review Form for a multinational technology company based in Saudi Arabia, specifically designed for technical roles with multiple reporting lines and including sections for evaluating both technical skills and cross-cultural communication abilities."

Document background

The Probationary Review Form is a crucial document used during the initial employment period in Saudi Arabia, designed to evaluate new employees' performance and suitability for permanent employment. It is implemented in accordance with Saudi Labor Law Article 53, which permits probationary periods of up to 90 days, extendable to 180 days by mutual written agreement. The document serves multiple purposes: it provides a structured framework for performance evaluation, ensures legal compliance with Saudi labor regulations, creates a clear record of the assessment process, and supports decision-making regarding permanent employment. The form should be completed near the end of the probationary period and must include specific performance criteria, attendance records, and clear recommendations regarding the employee's future with the organization.

Suggested Sections

1. Employee Information: Basic details including employee name, ID number, position, department, start date, and probation period dates

2. Review Period Details: Specific dates covered by the review and timing within the probation period

3. Performance Criteria: List of key performance indicators and competencies being evaluated

4. Performance Ratings: Detailed evaluation of performance against each criterion with rating scale

5. Attendance and Punctuality: Record of attendance, tardiness, and any unauthorized absences during the probation period

6. Overall Assessment: Summary of performance and general evaluation of employee's suitability for the role

7. Recommendation: Clear statement of the recommendation (confirmation of employment, extension of probation, or termination)

8. Review Meeting Details: Date and summary of the review discussion with the employee

9. Signatures: Space for signatures of the reviewing manager, HR representative, and employee

Optional Sections

1. Development Needs: Required if the employee is to be confirmed but needs specific training or development

2. Extension Justification: Required if recommending an extension of the probationary period, including specific reasons and duration

3. Termination Rationale: Required if recommending termination, including detailed justification and supporting evidence

4. Language Certification: Required if the employee is non-Arabic speaking, confirming that the content has been explained in their preferred language

5. Previous Review Summary: Required if this is a follow-up review after a probation extension

Suggested Schedules

1. Performance Metrics Detail: Detailed breakdown of performance measurements and specific examples

2. Job Description: Copy of the original job description against which performance is being measured

3. Training Record: Record of any training or orientation provided during the probationary period

4. Incident Reports: Copies of any documented incidents or formal discussions during the probation period

5. Employee Comments: Written comments or response from the employee regarding the review

Authors

Alex Denne

Head of Growth (Open Source Law) @ ��Ƶ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

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Banking and Financial Services

Manufacturing

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Healthcare

Technology

Education

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Professional Services

Hospitality

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Government and Public Sector

Non-Profit Organizations

Transportation and Logistics

Real Estate

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Training and Development

Performance Management

Talent Acquisition

Operations

Management

Relevant Roles

HR Manager

HR Director

HR Business Partner

Recruitment Manager

Training and Development Manager

Performance Management Specialist

Department Manager

Line Manager

Supervisor

Team Leader

Legal Counsel

Compliance Officer

Employee Relations Manager

HR Operations Manager

Chief Human Resources Officer

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Authors

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